在发达国家，女性在薪酬和政治权力方面落后于男性。
In the developed world, women lag behind men in pay and political power.
83%的美国员工因工作而倍感压力，而一年前这一比例为73%。他们表示，微薄的薪酬和不合理的工作量是他们最大的压力来源。
The 83% of American employees who are stressed about their jobs—up from 73% just a year before—say that poor compensation and an unreasonable workload are their number-one sources of stress.
因此高管薪酬和银行奖金疯狂地增长。
Hence the frenzied increase in top executive pay and bank bonuses.
我们将提供优厚的报酬和愉快的工作环境。
薪酬和人力系统之间需要一些互相迁就和妥协。
There may be some give-and-take here, with the money and human systems.
从那以后，她的报酬和工作时间一直在稳步下降。
Since then, her pay and her hours have moved steadily downwards.
妖精概念中的所有权、报酬和补偿与人类的不同。
Goblin notions of ownership, payment, and repayment are not the same as human ones.
公平报酬和信息分享对分配公平具有正向预测作用。
Fair compensation and information sharing has positive predict ability to distributive justice.
那是糅合了固定基本报酬和削减了的津贴的最终结果。
That is the net result of a freeze in basic pay combined with a slashing of allowances.
你不需要奖励、报酬和掌声，因为这正好就是你所喜爱的。
You don't need rewards, or applause, or to be paid, because you love serving in this way.
关于面试的黄金法则之一就是，不要问到报酬和节假日的问题。
One of the golden rules of job interviews is to avoid asking questions about pay and holidays.
上述一切问题的根源都在于高管薪酬和企业绩效间不断加大的差距。
At the root of all this is the widening gap between executive pay and corporate performance.
女性中同工不同酬和最高和最低收入之间的差距几乎与男性一样多。
Wage dispersion, or the difference between bottom and top income earners, has grown among women almost as much as it has among men.
为了获得报酬和继续创作，他们不得不去迎合他们的顾客(赞助者)。
To be paid and keep getting work, they had to satisfy their customers (patrons).
人力资源危机不只是涉及人员的短缺，而且还涉及薪酬和工作条件等问题。
The human resources crisis relates not just to shortages of people but also to issues such as pay and working conditions.
第三个例证是银行业并没有认真对待金融危机所揭示的的薪酬和风险问题。
A third example is the failure to take seriously the compensation and risk issues demonstrated by the crisis.
最重要的是，欧洲的公司似乎在将报酬和业绩挂钩方面比美国公司表现得更坚定。
Most importantly, European companies appear to be more determined than American ones to link pay to performance.
鸿海为工人待遇和工作条件进行辩护，说薪酬和加班符合当地劳动法和行业组织的规定。
Hon Hai defends its treatment of workers and their working conditions, and says its compensation and overtime practices follow local labor laws and the guidelines of an industry group.
加德纳说：“人们真正需要的，除了丰厚的薪酬和公平的待遇，更重要的是工作的价值。”
"What people really want beyond being paid enough and being paid fairly is meaningful work," Gardner says.
对比之下，文化课程被认作打开大学大门的敲门砖，是取得丰厚薪酬和提高国际竞争力的关键。
Academic courses that prepare students for getting into universities, by contrast, are seen as the key to higher wages and global prowess.
对比之下，文化课程被认作打开大学大门的敲门砖，是取得丰厚薪酬和提高国际竞争力的关键。
Academic courses that prepare students for getting into universities, by contrast, are seen as the key to higher wages and global prowess.
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